An organization acts as an organism composed, among other things, of all the people who work there. When we decide who to hire into this organism, it is most important to understand how likely it is that this particular person will succeed and thrive.
B5-PLUS How well do the personality traits match the position? How will the person perform in our work environment and culture, in good times, and in bad times? When we look at the complex totality that a person represents – how we can focus our time and energy on the topics that are most relevant for this person in this position? The B5-PLUS report provides fundamental information about how this person will work in different situations and in relation to other people. B5-PLUS is based on the Big Five model, used and recommended by all relevant international research environments. That means that we may use results and supporting tools that others have spent great effort to develop; one example are Big Five maps for the job roles the person is being considered for (or is already working in). Human Content has, through own work, and collecting the results of others around the world, developed a comprehensive set of such support tools that further nuance and elaborate the implications of what the individual has told us about herself. the tools help us focus on the topics most relevant to this person in this work situation.
Human Content’s original B5 was developed in the late 1990s. The consensus of professional communities globally already agreed that the Big Five model measured with normative methods provided the most meaningful understanding of a person in a work environment. B5 was indeed built on this solid foundation, that through the years since has been further confirmed in numerous studies around the world. In the years up to 2009, our B5 was used thousands of times, mainly for recruitment to the leading positions. Analyses of this foundation confirms that B5 is a very good personality inventory based on the best possible scientific basis. In recent years further development has resulted in B5-PLUS. B5-PLUS is an even better tool, with even better technical values, better gradations and also more detailed nuances that further enhance its usability. B5-PLUS is DNV certified.
Will this individual grow in office?
F60 F60 measures general cognitive ability – the ability to think logically and systematically, understand problems and find good, new solutions independent of learned concepts and skills. Better results indicate better ability to adapt, learn and develop at work.
F60 focuses on the person’s ability to understand a new topic, extract meaning out of disorder, learning and applying knowledge in new situations. The tasks are designed so that they are independent of learned skills and knowledge – it is a “culture reduced test”. The results indicate ability to independently assess information, and to quickly find good solutions. The test gives indication of whether the person is likely to relate well to lots of new information and new, complex tasks.
F60 was originally developed in the late 1990s based on current literature. It is documented and standardized based on data from relevant populations. It is used thousands of times in recruiting and organizational development. Psychometric analysis of the data from these responses confirm that F60 is very solid, the technical values of the test are remarkably good.
How quickly and correctly does the person work?
M6 In most jobs it is important to work effectively with language and numbers. A person that works faster and more correctly is significantly better equipped to do a good job than a person that works slowly and make many mistakes. M6 gives a very good indication of how fast and correct the person works with language and numbers.
What do we say and what do we say implicitly when we say it? Do we read the language superficially? How well do we understand the underlying levels? How well do we understand and work with numbers and quantities? These are focus areas in this six-part test that quickly assesses the person’s level of comprehension and language skills and the ability to solve numeric problems at different levels. M6 implies the ability to solve problems, because the exercises are based on general skills and knowledge of our culture. Results are calculated for each subtest, as well as the combined verbal score, numeric score and overall score.
M6 was originally developed in the late 1990s based on current literature and normed on relevant populations. M6 has been used thousands of times, primarily for recruitment purposes. Data from these responses confirms that M6 is very solid, and the technical values of the test are remarkably good.